Some companies compete by providing low prices, others offer a one-of-a-kind product. They may offer a special kind of service, or a different experience. While your competitors may decide to sell at a loss, copy your product, or provide inadequate service, they lack one thing they cannot access: the combined knowledge in the brains of your employees!
There is an old saying that “if Mama ain’t happy, ain’t nobody happy.” That may be true, but “if your employees ain’t happy, ain’t nobody happy” is even more apt. Employee engagement is the number one factor that should define all areas of your organization.
Build on it!
Having allowed some of your people to expand beyond their customary roles, you have shown that they are not just cogs in a gear. They see that you are willing to trust them. They, in turn, have come to trust you. Mutual trust is the top attribute of a good Leader.
Your ThinkTeam members have gone around asking questions. People have started to look around beyond their immediate tasks. Constant inquiry has become the “new normal.”
Having been involved in the organization in its entirety, ThinkTeam members feel “ownership” in the company. They belong here. They do not want to go elsewhere. As other employees see this kind of relationship as desirable and get involved, they, too, start to feel included.
Most people want to do a good job but they need to know what is expected of them and exactly what to do. Mutual trust ensures that both sides communicate clearly. Then, when employees see that their contribution is meaningful, when they know that what they do provides value and benefit to others, they feel secure in their self-worth. They willingly go back to work again the next morning.
In March of 2019, Marcus Buckingham of Gallup reported that only 15 percent of workers around the world are fully engaged in their jobs. Others just show up with different degrees of productivity varying from moderate to almost sabotage. Still, even the “not-engaged” do learn a lot while on the job. When they leave, irreplaceable knowledge walks away with them.
It is worth the work times to always maintain employee engagement relationship. Set up a system to keep it up.
Another area in which your ThinkTeam paves the way to competitive advantage is its contributions to your overall organizational knowledge.
Every individual is different: combinations of genetic makeup, experience, formal learning, and their particular environment. You may be astonished when you look at the wealth of data generated by just one ThinkTeam. Their combined knowledge can be awesome.
When you keep encouraging questions, listening to the answers, and persuading employees to continue to contribute, you build a strong base of continuously growing data of information on which you, and others, can draw. The sum is greater than the parts!
How much more input can you get from a larger group – all of your employees. They see opportunities at the grassroots level. Even more importantly, they can come up with new ideas for improvements and innovation. You can contribute new information for all to learn. Meanwhile, you also keep track of competition
Use it or lose it
Organizational knowledge needs to be set up, systematized and directed for the best outcomes. When constantly organized, updated, accessed, and used, your corporate knowledge allows you to sustain and grow your organization.
Over twenty years ago, FORTUNE wrote “Getting Real About Brainpower” concluding that “Human capital begets structural intellectual capital, which begets human capital.”
At Success Programs we are excited to help you find ways to work on this part of your competitive advantage.